Critique of Personality Profiling

Critique of Personality Profiling (Myers-Briggs, DISC, Predictive ...

I've always found personality testing problematic – indeed any pseudo-Jungian approach to putting people into type categories I find highly distasteful and ...

Why Personality Assessments Do More Harm Than Good

Personality assessments don't provide an accurate depiction of part of a person's personality, they provide a distorted, misleading version of the whole ...

'They become dangerous tools': the dark side of personality tests

Hawkins' new HBO Max documentary, Persona: The Dark Truth Behind Personality Tests, investigates America's infatuation with personality testing, ...

The Problems with Personality Tests - PEAT

Using these tests could promote bias and discrimination because an autistic person may score poorly on a generic commercial personality test.

How Accurate Are Personality Tests? - Scientific American

It is unreliable because a person's type may change from day to day. It gives false information (“bogus stuff,” one researcher puts it). The ...

Personality Assessments: Separating Science From Nonsense

... analysis does not support the theory behind MBTI. The last ... Personality. 4 Min Read. Take This Quick Personality Test. The Ten-Item ...

Why the Myers-Briggs personality test is totally meaningless | Vox

The Myers-Briggs provides inconsistent, inaccurate results ... Theoretically, people might still get value out of the Myers-Briggs if it ...

Are personality profiling tools a waste of money? - Bri Williams

I posted something that was a little critical of the Myers-Briggs Type Indicator (MBTI) and, oh. my. goodness!

The Psychology Behind Personality Tests - - Excelsior University

An established test such as the Myers-Briggs or the Big Five could similarly be misused if the results are used to identify applicants for a ...

The Five Pitfalls of Personality Profiling

The critical thing is that you are clear what the author of the test means by 'personality'. Personality provides the behavioural consistency that ...

Personality Tests Are the Astrology of the Office - The New York Times

... test served as a much-needed reprieve from a routine of spreadsheet analysis. “We sit there crunching numbers in Excel so it's good for us ...

Employees Can't Be Summed Up by a Personality Test

By definition, personality assessments simplify complexity. That's not always a bad thing; putting a label on something helps us recognize it ...

The Tyranny of Personality Testing | The New Republic

This system has no basis in science, critics point out; people's personalities can't be reduced to simple binaries, and those who answer the ...

That Personality Test May Be Discriminating People... and Making ...

Research shows that most workplace personality tests are inaccurate—and evidence even points to all personality screening being harmful for both ...

World's top personality test doesn't really work – should we ditch it?

Personality tests are used by researchers, employers and even to shape policy, but a new study has found that the most widely-used test of ...

Personality Profiling | Beyond the Personality Test - T-Three

Personality profiling provides organisations with insights that help ... These include a review of competence, a guide to leading that individual and ...

The $2 Billion Question of Who You Are at Work - The New York Times

Personality testing is roughly a $2 billion industry, according to ... Critics are quick to point out that some of the tests, such as ...

Five Limitations Of The Big Five Personality Test | Wellable

Personality tests can be discriminatory: On its own, the impact that country of origin can have on the accuracy of personality tests based on the FFM can lead ...

The Problem with Using Personality Tests for Hiring

... analysis that was shared at the Personnel Testing Counsel ... test predictive of future job performance? In the case of 4-Qs, probably ...

Pros and Cons of Personality Tests in Hiring Process - Tilson HR

Drawbacks of Personality Tests · It may screen out qualified candidates. · It may cause flawed results. · The purpose of the test may not fit into your hiring ...